Onboarding isn’t about completing paperwork or a checklist. It is a six- to 12-month process that integrates new hires into the organization in a way that is designed to decrease turnover by increasing engagement.
Video is the best tool for employers to tell their organization’s story in a way that brings it to life because it engages the senses and can put the visual communication in context for the student, explains Kasey Sixt, vice president at CKR Interactive.
While social media is a fluid communication vehicle, it’s best to be strategic in your approach when using it as a tool for professional pursuits—such as college recruiting. Following are some tips for creating an effective social media strategy.
An employer brand is an organization’s reputation as an employer and the image of the company as a great place to work. When an organization undertakes employer branding, the ‘product’ it is selling is the employment experience it offers.
Today’s employer brand must appeal to the spirit of its intended viewer. A successful brand appeals to a deep-seeded need or a long-held value.
A common mistake many companies make when building a university recruiting (UR) program is to focus on identifying core schools first. While this is a critical task, it’s not one of the first steps to tackle, especially if you need to build a university recruiting program when funds are low. Many companies have tightened their belts in recent years, so UR professionals must be creative with limited resources and human capital; it’s all about delivering more with less. As such, your first order of business should be to look inside instead of outward.
Following are eight best practices to use in your career fair planning.
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